COMPANY PROFILE

Google is an American multinational corporation specializing in Internet-related services and

products. These include online advertising technologies, search, cloud computing,
and software. Most of its profits are derived from AdWords.
Google was founded by Larry Page and Sergey Brin while they were Ph.D. students
at Stanford University. Together they own about 14 percent of its shares but control 56 of the
stockholder voting power through super voting stock. They incorporated Google as a
privately held company on September 4, 1998. An initial public offering followed on August
19, 2004. Its mission statement from the outset was "to organize the world's information and
make it universally accessible and useful," and its unofficial slogan was "Don't be evil." In
2004, Google moved to headquarters in Mountain View, California, nicknamed the
Googleplex.
Rapid growth since incorporation has triggered a chain of products, acquisitions and
partnerships beyond Google's core search engine. It offers online productivity
software including email (Gmail), a cloud storage service (Google Drive), an office
suite (Google Docs) and a social networking service (Google+). Desktop products include
applications for web browsing, organizing and editing photos, and instant messaging. The
company leads the development of the Android mobile operating system and the browser-
only Chrome OS for a netbook known as a Chromebook. Google has moved increasingly into
communications hardware: it partners with major electronics manufacturers in the production
of its "high-quality low-cost" Nexus devices and acquired Motorola Mobility in May 2012. In
2012, a fiber-optic infrastructure was installed in Kansas City to facilitate a Google
Fiber broadband service.
The corporation has been estimated to run more than one million servers in data centres
around the world (as of 2007) and to process over one billion search requests and about
24 petabytes of user-generated data each day (as of 2009).

In December 2013 Alexa listed
google.com as the most visited website in the world. Numerous Google sites in other
languages figure in the top one hundred, as do several other Google-owned sites such
as YouTube and Blogger. Its market dominance has led to prominent media coverage,
including criticism of the company over issues such as copyright, censorship, and privacy.





HRM PRACTICES

Best companies develop their own unique culturesin which employees are able to say "I trust
the people I work for, have pride in what I do, and enjoy the people I work with."Along with
that statement, Googles employee gave a statement as followed: "Google is a great company
and I am very proud to be a part of it. The perks are extra ordinary and this is the most unique
working environment I have ever been in.The products, ideas, creative minds that we have
continue to amaze and inspire me."
What has Google done so that one takes pride when one works at Googles company?
Googles company is deeply concerned or managing all its employees; firstly, the managing
process starts with a principle of respecting any diversity. Diversity of its workforces can be
seen through the number of communities formed by Google employees, such as: Black
Googlers Network (BGN), woman@Google, VetNet: Googles Veterans Network, Gayglers:
Googles LGBT Network, the Capability Council, Hispanic Googler Network (HGN)
(Google.com 2013). The second step is that Google company acts as a service provider for
the employees, and treat employees as its customer base treat the employees the same way
you would like them to treat their customer, and the whole paradigm of customer satisfaction
and delivery becomes easy to adopt and adapt. Kuntzhe and The 2013 IBEA, International
Conference on Business, Economics, and Accounting 20 23 March 2013, Bangkok
Thailand Matulich (2009) stated Google provides its employees a wide range of benefits to
make sure that employees are satisfied and are loyal to the company. These benefits include:
1. Free Food (Gourmet Cafeterias & Snack Rooms). Google offers free gourmet meals to all
its employees at any of the company's 11 gourmet cafeterias, at its Mountain View and New
York campuses as well as satellite offices. The rule at Google is that no staff member should
ever be further away than 100 feet from a source of food, so various snacks, fresh fruit and
drinks are a stones throw away.
2. On-site Childcare Facilities. Google offers child care service in its Mountain View campus
and also back-up child care to help California parents when their regularly scheduled
childcare falls through.
3. Healthcare Services. Google provides 100% health care coverage for its employees and
their family. In addition on-site physicians and dentists are available at Mountain View and
Seattle campuses.
4. Transportation Services. Google operates free, Wi-Fi-enabled shuttle services to several
San Francisco, East Bay, and South Bay locations.
5. Laundry & Dry Cleaning Services. Employees can do laundry for free in company washer
sand dryers and also drop off dry cleaning in the Mountain View campus.
6. Sport Facilities. Google Mountain View campus contains a swimming pool, beach
volleyball court, a climbing wall, running trails. Employees can work out in the gym, attend
subsidized exercise classes, and get a professional massage.
7. Pets Allowed. Google is very unique in its policy that allows employees to bring their pets
to work on condition that pets are reasonably well behaved and house trained. However, the
pet will have to be taken home upon the first complaint.
8. 20% Creative Time Program. Google encourages all of its engineers to spend 20% of their
work time on projects that interest them. This program not only makes engineers enjoy what
they do and keeps them challenged, but also provides some good business opportunities for
the company. Gmail, Google News, Orkut, and AdSense are Google services that were all
started as individual projects. The 2013 IBEA, International Conference on Business,
Economics, and Accounting 20 23 March 2013, Bangkok - Thailand
9. Environmentalism. Google is very enthusiastic about environmental conservation and
makes every effort to be as energy efficient as possible. Google subsidizes employees who
buy hybrid or electric cars and who install solar panels in their homes.
10. Numerous Holidays and Leave Days. Googles employees can get 25 leave days and 12
holiday days a year. New mothers get 18 weeks of paid maternity leave and new dads get 7
weeks of paternity leave.
11. Other Services. Google Mountain View campus also includes services such as hair
dressing car wash, and oil change. The company also offers its employees personal
development opportunities like foreign language classes.













CONCLUSION

The way taken by Google to facilitate all its employees has made Google the number one
company in the Fortunes list of 100 best companies to work for. The Google employees
hold their pride in saying they work for the best company in the world; they say proudly that
they are working" to organize the world's information and make it universally accessible and
useful" (Murari, 2008). By changing the working environment into a place like a college and
designing a very comforting workplace, Google has managed to spoil all its employees.
Additionally, the way Google designs dynamic changes in working environment has
increased the quality of life from its employees. What Google has done may sound ordinary;
however, there is not much of effort to be put in enhancing the employees' pride. But it does a
huge impact when it comes to the talk of the company among aspiring employees. Google
employees has high job satisfaction; this can been from low turnover ratio (4.3%), knowledge
retention, and low absenteeism (Google HR Policies 2013).


































COMPANY PROFILE


Barclays plc is a major global multinational financial services provider engaged in retail and
commercial banking. Barclays has two geographical concentrations in the financial industry:
- global retail banking and corporate investment banking & wealth management with
operations in more than fifty countries with an extensive international presence in Europe, the
Americas, Africa and Asia. Barclays has got approximately fifteen thousand six hundreds
colleagues internationally and it moves, lends, invests and protects money for over forty-eight
million customers and clients.
Barclays plc has a global network of more than one hundred and fifty-five thousand people
working across a range of businesses thus makes the HR team of Barclays face a unique
challenges. In such a diverse and internationally spread company, HR experts work with
every business unit to help Barclays stay ahead of the competition by attracting and retaining
the best people available and make sure that they are all in the right jobs and do the best work
that will create sustainable benefits for the works, customers and shareholders, all over the
world. But its not all about new recruit that the HR management team of Barclays focuses on.
It is also committed to nurturing its established colleague and the HR team play a vital role in
monitoring performances and monitoring a host of training programmes. The HRM of
Barclays Group is divided into different professional Job titles that deal with the Human
resource related issues and plays an important part in every business unit of company.





























HRM FUNCTIONS


The purpose or importance of SHRM in Barclays cannot be over emphasized, the success and
failure of any organization depends solely on its HR management.
The Primary purpose associated with human resource management in Barclays includes Job
analysis and staffing (recruitment), organization and utilization of workforce, measurement
and appraisal of workforce performance, implementation of reward systems for employees,
professional development of workers and maintenance of workforce.

I. Job analysis and recruitment: The HRM in Barclays has the responsibility of recruiting
people for various employment positions in the company; they determine the skills, and
experience necessary to adequately perform in a position, identification of job and industry
trends and anticipation of future employments. They provide valid information about jobs
that is used to hire and promote people, determine wages, determine training needs, and
manage the flow of personnel into and out of Barclays.

II. Organization, maintenance and utilization: The HRM department of Barclays maintains
the workforce of the company. The duty here involves designing an organizational
framework that makes maximum use of an enterprises human resources and establishing
systems of communication that helps the organization to operate in a unified manner. Other
responsibilities in this area include health and safety and worker management relations.
Maintenance task related to worker-management relations primarily entails: working with
labour union; handling grievances related to misconduct, such as theft or sexual harassment;
and devising communication systems to foster cooperation and shared sense of mission
among the employees.

III. Performance appraisal: The HRM of Barclays assesses employees job performance and
provides feedbacks to the employees on both their positive and negative performance. The
performance appraisal is important because it is used to determine the salary increase and
promotions and in the case of a negative performance, dismissal might follow.

IV. Reward systems: This system is managed by the HRM in Barclays. This aspect of
management is important because it provides the mechanism by which company provide their
worker with a reward for past achievements and incentives for high performance in the
future. They also use this system to address a problem within the work force through
institution of disciplinary measures.

V. Employee development and training: The HR is responsible for identifying the training
needs of Barclays employee and initiates and evaluates developments programmes designed
to address those needs. These training programs ranges from orientation programmes, which
are designed to acclimate new hire of the company, to ambitious education programmes
indented to familiarize workers with a new software systems.







THE PLAN


Resourcing Manager: - The resourcing managers partners with each of the business unit of
Barclays in order to help them attract and retain the best people for every job. They produce a
schedule that deals the recruitment programme for the various types and levels of services.
HR Operations Advisor: - The HR operation advisor of Barclays supports the internal and
external clients to ensure that the logistic affecting new starters, movers within the business
and people leaving the company are dealt with smoothly and efficiently.
Benefits Administrator/ Pension Administrator: - The duty of the people here is to assist a
pension administration Team Leader, the Benefits Administrator reconcile pension
calculations, answer members queries and help with correspondence.
HR Business Partner: - HR Business Partners work alongside business leaders in a specific
area of the Group to improve performance, advertising on recruitment, retention and
development issues for that sector.
Compensation and Benefits Analyst: - Compensation and Benefits Analyst will set salaries
for job roles to ensure that proposed compensation and reward packages are benchmarked
and competitive.
































CONTRIBUTIONS OF SHRM TO ACHIEVEMENTS OF BARCLAYS
OBJECTIVES



Meaningful contributions to the business processes of Barclays processes are increasingly
recognized as within the purview of active human resource management practices. The HRM
of Barclays disseminates guideline for and monitoring employees behaviours and ensuring
that the company is obeying worker-related regulatory guidelines. The HRM professional are
aware of the fundamentals of learning and motivations and carefully design and monitor
training and development programmes that has helped in achieving the aim and objectives of
the company by increasing the quality of products and services delivered and increased
growth and profit that benefits the whole organization.
The HRM of Barclays has been deeply involved in reshaping of the companys structure
under increased external and internal complexity and in managing other aspect of strategic
change in Barclays Group. The role and importance of SHRM in Barclays cannot be over
emphasized, the success and failure of the company depends solely on its HRM and they can
only succeed when the right strategy is applied. Having the companys mission in mind at all
time has been a driving force to the achievements of HR team of Barclays Group and
technological changes with the help of SAP (enterprise resource planning tool) helps
Barclays to succeed in todays tough business climate.


























THE PURPOSE OF HUMAN RESOURCE POLICIES IN BARCLAYS



The Human Resource Policy is simply a set of documents that describes an organizations
policies for operation and the procedures necessary to fulfil the practices for its managerial,
supervisory staff, and all employees. This documents sets out the policy for all the human
resource related issues in the company including some policies from the government that
relates to the company business activities. The purpose of this policy is to help the
organization to maximize return on investment in the organizations human capital and
maximize financial risk. The policy sets the standards of operations compliance, effective
internal management control systems compliant with regulation standards and processes of
all the business unit of Barclays. The HR policy provides a clear guidance to the employees
as to what their responsibilities and obligations are, and their behaviour that last beyond the
residency of a particular business unit or executive. An HR policy also helps Barclays to
avoid liability for their employees actions and helps protect against legal claims. HR policies
promote consistency approach to meet their needs as they develop continuity with regards to
flexible working and general understanding of the management strategy within the Barclays
business environment. An HR policy also helps Barclays to keep up with competitors: e.g.
policies are may be review in order to attract or retain employee. Policies are set in line with
the companys strategy and planned to suit the culture, circumstances and size of the
company. HR policies need to be reviewed with changes to the environment and growth with
the company. So without these policies there will be no sense of direction within the
company and it will be difficult for such an organization to achieve it aims and objectives.